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ORGANIZATIONAL DEVELOPMENT ANALYST - HSD (#DV8 )
$46.59-$63.37 hourly / $8,075.00-$10,984.00 monthly / $96,907.20-$131,809.60 yearly

Definition

Under general direction, establish, conduct and maintain training and organizational development systems that serve current and developmental needs of employees and managers; to consult and advise executives and staff on issues related to improving organizational effectiveness; to develop strategic planning, organizational interventions and quality improvement efforts within the Human Services Department.

Distinguishing Characteristics

This is a single class position responsible for managing, designing, and implementing policies, procedures and systems relating to organizational development. The Organizational Development Analyst – Human Services Department is distinguished from the Senior Human Services Analyst in that positions in the latter class have division-wide responsibilities conducting program studies, analysis, and research projects whereas the former is responsible for analyzing organizational structures, making recommendations to implement initiatives for multiple programs, and managing departmental and division systems that have an effect on strategic planning and continued process improvement departmentwide.

Typical Tasks

  • Develop, update, and oversee implementation of organizational development strategies and gap analysis, analyze trends and make recommendations for systems or business processing changes;
  • Carry out organization assessments, make recommendations for change, helps design new structures and work to redesign management processes;
  • Engage leadership and staff in strategic development of organizational development initiatives to improve engagement, leadership development and morale;
  • Design, develop and implement various staff engagement plans, core competencies, professional development plans and on-boarding programs;
  • May work with Human Services divisions to assist and help facilitate business processes and organizational changes;
  • Implement workgroups as needed to assess and recommend practice changes that will enhance workforce development , and support program goals objectives;
  • Collect and analyze data and work with Staff Development and Quality Improvement to identify areas where process improvement efforts are needed to solve organizational issues;
  • Develop and recruit for employee mentorship program;
  • Prepare and present various reports, recommendations, and studies with a strategic perspective for future programming;
  • Coordinate materials for County managers and employees on various topics, such as performance management, leadership skills, supervisory skills, communication skills, time/priority management, customer service, and process improvement;
  • Identify and provide feedback on employee training opportunities;
  • Design and implement surveys to assess employee development needs;
  • Coordinate the design, development, and implementation of the Human Services Departments professional development plan;
  • Provides consultation for department-wide managerial development and make recommendations regarding professional development programs;
  • Collaborate with department divisions to develop a system for tracking and reporting training participation in order to provide statistical data and monitor departmental/individual progress toward employee goals;
  • Produce periodic progress reports on the implementation of organizational development programs;
  • Develop operational standards, policies, and procedures;
  • Develop and manage employee recognition programs;
  • Design, launch and maintain departmental podcast, social media pages and facilitates the development of web page development strategies;
  • Develop and organizes training manuals, multimedia visual aids, and other materials;
  • Support county departments and community partners by sharing organizational development initiative processes and assist them in developing similar processes;
  • May supervise, assign, review and evaluate the work of assigned support staff.

Employment Standards

Knowledge:

Thorough knowledge of:
  • Principles and practices of public administration and organization;
  • Principles and practices of leadership, motivation, and team building;
  • Principles and practices of research and analysis;
  • Effective organizational and employee development strategies and techniques;
  • Methods and techniques of conducting analytical studies and developing recommendations;
  • Optimal business practices for an internal organizational development business.
Working knowledge of:
  • Workforce planning and development strategies;
  • Large system approaches and strategies;
  • Effective training methods and learning processes;
  • Effective communication skills and interpersonal relations;
  • Contemporary software technology.
Some knowledge of:
  • The principals and practices of staff supervision and training;
  • Principles and practices of diversity, inclusion, and equity.

Ability to:

  • Effectively gather, analyze, and report on training and related data utilizing computers to produce documents such as correspondence, flow charts, graphic designs and statistical data using PC based applications;
  • Prepare and present staff development recommendations for administrative and management staff;
  • Use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems;
  • Identify recruitment and retention issues and implement improvement strategies;
  • Increase professional development opportunities, employee satisfaction and overall morale;
  • Develop and maintain effective working relationships;
  • Make effective presentations to individuals and groups;
  • Research and analyze workforce needs and trends;
  • Assess organizational issues and utilize appropriate interventions for change;
  • Interpret and apply federal, state, and local policies, laws, and regulations;
  • Communicate clearly and concisely, both orally and in writing;
  • Respond appropriately to workplace conflicts/complaints.

Training and Experience:

Any combination of training and experience which would provide the required knowledge and abilities is qualifying. A typical way to obtain these knowledge and abilities would be:

Bachelor’s degree from an accredited college or university with a major in Business or Public Administration, Organizational Development, Social or Behavioral Science or closely related field and three years of professional administrative/analytical work experience that includes specialized experience involving workplace training, employee development or organizational development.

CLASS: DV8; EST: 3/1/2021;